Advisor, HRBP

Job Purposes:

This is a HR business-facing role who leads a team of generalists and/or specialists to partner with business leaders to provide specialist advices to the business throughout the employee lifecycle; attract, develop, engage, separate and plan.

As the main point of contact between HR and the business, the HRBP adopts a service excellence mindset and is passionate about addressing organisational and employees' needs and issues.

Responsibilities:

Strategies & Business Partnering:

• Implement strategies cascaded down from management at country level.

• Work with different stakeholders throughout the employee lifecycle; identify the business requirements and provide HR's support to the business where necessary.

• Actively participate in various HR initiatives such as HR Awards, business outlook to become the Employer of Choice; gather buy-ins from employees and line managers

Talent Management, Workforce & Succession Planning:

• Engage in regular meetings with the business to review all people issues at country/location level; proactively understand current/future manpower needs; advise on resource planning options.

• Deploy organisation's workforce plans to maximise productivity.

• Partner with business to craft robust succession plans for business-critical roles; work closely with Senior Manager, Regional HRBP to manage roles with broader scope (i.e. regional and global).

• Execute both short-term and long-term plans that aligns with business strategies and growth.

• Ensure compliance to regulatory for separated employees.

• Conduct exit interviews to gather feedback for better employee retention.

• Review turnover rates for the country/location and have clear action plans to manage turnover to prevent redundancies in the company.

• Coach line managers to manage involuntary exits

• Facilitate re-employment of employees beyond retirement age.

Recruitment & Onboarding:

• Lead the recruitments and onboarding in the country and ensure alignment to business plans; ensure business needs are met timely.

• Identify the best sourcing channel to hunt for the right candidates in line with business needs.

• Guide hiring managers in selection of candidates through effective screening and assessment processes.

• Work with HR Senior Manager to review the talent acquisition process

frequently for continuous improvement.

• Evaluate the effectiveness of recruitment agencies engaged and ensure quality delivery of standards according to SLA.

• Implement on/off-boarding processes in the country such as engaging new hires once they are identified (i.e. pre-onboarding).

• Guide lines managers on onboarding new hires to enhance effectiveness of orientation and induction programs.

• Analyse post-surveys of on/off-boarding processes and provide recommendations for improvements.

• Work closely with OD team to deliver employer branding activities.

Total Rewards & Payroll Governance

• In liaison with Global Rewards, provide proposal for employee promotions, salary adjustment requests.

• Follow up on the necessary approvals for any ad-hoc requests from the business such as salary increases, staff retention.

• Work closely with Global Rewards to roll out annual compensation review, payment of allowances at country level, CIP etc.

• Work closely with HR Director/Senior Director on mass retrenchment and/or hiring exercises.

• Ensure payroll is processed timely and accurately; activate contingency plans for service failure.

• Ensure monthly OT compliance with local legislations.

• Flag out non-compliance and work with the business to ensure corrective actions are taken.

• Work with HR Senior Manager to standardise and streamline payroll systems and processes in the region.

• Assess and evaluate payroll vendors and quality of services provided

Regulatory & Compliance Management:

• Ensure the HR compliance to regulatory (external) and company's SOPs

(internal) and audits.

• Review existing processes, makes changes and set up new processes where

required.

• Actively involved in the audit processes and ensure all open items are closed

out timely and non-compliances are rectified.

• Participate in the internal peer audit initiatives cross countries/regions; flag out

areas for improvements and share best practices.

Employees Engagement

• Initiate employees engagement, experiences and initiatives in the country.

• Lead HR team participate in Employer of Choice, encourage employees engagement surveys, managing the action plans etc.

• Collaborate with OD team on communications dissemination to employees; anticipate possible feedback and issues raised by employees.

• Participate in trial runs and provide inputs to L&D team in the training program design, delivery and post-training evaluation.

Performance Management

• Supervise the performance management processes from goals setting to performance eanagement tools.

• Coach and educate line managers and employees on the adoption of performance management tools.

• Monitor and ensure Performance Improvement Plans (PIP) are in placed for the underperformers. Work closely with the business and employees to develop action plans and get their buy-ins.

• Track,manage and analyse data to identify patterns of underperformers at country level and introduce interventions early as required.

Financial Management & Leadership

• Responsible for the country's budget and ensure all spends are within budget.

• Manage the country's headcounts and salaries and fringes.

• Lead and coach the HR teams; ensure the teams are strong to support the business; inspire the teams to accomplish the department's objectives.

• Translate business and department's objectives into actionable plans for the team.

Requirements:

General Experience

• Experience Level
  : The job holder should have over 3 to 6 years of experience, enabling them to provide leadership to others regarding HR-related systems, processes, and challenges.
• Industry Knowledge
  : A solid general knowledge of the supply chain and logistics industry is essential.
• Payroll Experience
  : Proven experience in payroll management and processing is required to ensure compliance and efficiency in payroll operations.

Managerial Experience

• Strategic Interpretation
  : At least 1 to 2 years of experience in interpreting HR strategy and policy to set and deliver objectives within medium to long-term time frames.